Managing Training and Development

Staff Recruitment, Selection & Retention

199

Getting the Policies, Procedures and Approach Right

Recruitment of the best individuals from the labour market means increasingly you need to recognise that you are in competition for the best candidates from not just in the rest of your sector but potentially the whole of the UK private, public, voluntary and private sectors and in some cases the international market too.

When you advertise a job, the every stage of the recruitment process from the appearance and wording of the advert to appointment, or not, of new staff creates a impression to the applicants. This needs to be fully positive, no one wants to loose a great candidate because their recruitment process fails to inspire. Even the least successful applicant needs to feel that yours is still a great company and one they can be proud of even though they have not been successful on this occasion, remember many of will be potential customers, service users or influencers and bad news spreads fast.

This one day course brings together best practice in recruitment, selection and retention practices. It blends formal "talk and chalk" learning with lively "hands on" participatory and some role-play exercises, especially around the structured interview arrangements

Recruitment activity needs to be viewed as a key part of public relations, company promotion and marketing. It portrays an image of the organisation as whole. The content and appearance of recruitment advert helps candidates and to decide whether or not to submit an application, and this coupled with the follow on process will affect their view of your organisation as a whole and how they present your organisation to others.

Recruitment is a vital strategic activity, which should be led and owned by managers, with support and advice from the HR Team. In order to present a positive image to prospective applicants, your procedures need to be as professional as possible underpinned by careful communication, planning and thought. The whole selection processes from short listing right through to job interviews and/or assessment tests must clearly be legally compliant and transparently fair. And once a candidate is appointed, care must be taken with those initial early days of induction and training so that the whole engagement can be mutually beneficial and rewarding.

The course also draws upon the provisions of the Employment Act 2009, all UK Equality laws and associated Codes of Practice, European Directives, Access to Medical Records Act 1988, Rehabilitation of Offenders Act, Immigration Laws and the Data Protection Act.

Learning Objectives

Learning objectives for Recruitment and Selection are to:

Review all aspects of the Recruitment and Selection process from decision to fill vacancy right through to retention strategies

Ensure that your recruitment and selection processes are legally compliant

Provide an opportunity to bring your procedures and processes up to speed with benchmarking of best practice in your sector

Who would benefit from attending this workshop?

This workshops in designed for all those involved with the design development or implementation of staff recruitment and selection procedures

Content

Decisions about vacancies prior to advertising

Advertising

Application Forms

Medical Questionnaires

Equality Monitoring Forms

Other materials despatched to candidates

Job Descriptions

Person Specifications

Short listing

Preparing for Interviews

Conducting Interviews

Questions and Evidence

Role and Expectations of the Candidate

Alternatives to Interviews

Feedback to Candidates

Marking systems

Links to subsequent induction, development and training

References

Offers of Conditional Employment

The workshop is split into 4 related sessions

1. Filling the vacancy

Cost benefit analysis –does the job have to be filled?

Are there new ways to work?

The components of a good job description, tripartite weighting of dealing with:

People

Resources

policies

The components of a good person specification

what’s essential?

what’s desirable?

Equality proofing these arrangements

Early legal considerations

2. Hitting the job market

Agencies or internal

The job advertisement – drafting and appropriate media to use

The information pack to candidates

The application form

The medical questionnaire

Equality proofing all these arrangements

More legal considerations

3. Deciding

Short listing methods linked to the person specification

Best practice with scoring systems

Interview arrangements – the logistics

Interview arrangements – the questions and evidence being sought

Interview arrangements – space for the candidate

Tests and other assessment methods

The job offer

References

Health issues

More legal considerations

Feedback to unsuccessful candidates

Equality proofing all these arrangements

4. Early days

Tailored induction and training programme – the job

Tailored induction and training programme – the candidate

Developmental opportunities- coaching/mentoring/shadowing

The employment contract

The staff handbook

Flexible working

More legal considerations

Equality proofing all these arrangements

Open Events for this Topic

There are no open events scheduled for this topic.
Many of our events are run as open events at various locations around the UK.
See the Events Diary for scheduled events. All topics can be run as
internal events on your premises.

In-house Event for Your Organisation

We can run this topic as an in-house event for your organisation on your premises. This can
provide a high quality and cost effective staff development route.